Tuesday, 3 May 2016

When your company acquires an HR and Payroll System, the purchase and
time investment is surely made with the expectation of seeing profits
increase by one means or another.

Upper management that had a hand in supplying the capital and
resources needed for acquisition and implementation will most likely ask
for concrete evidence to show that the investment was a wise one.
Actual profits and sales may or may not accurately reflect improvements,
so it is important to devise a system that supplies other ways to
present ROI.

Estimate Benefit Areas

When your company decided to get HR Software, chances are good that
features were prioritized by expected cost and time savings. Instead of
reinventing the wheel, use this prioritized list as a jumping off point
for ROI tracking. Expand the list by estimating other areas in which the
HR Software may save time and money, and then track those areas as
well.

Go Back in Time
Not literally, although that would be great. Go back to past dates and
compile reports of all of the features that you will be tracking so that
you have a point of comparison when it comes time to measure progress.
Go back a little ways and make sure that you have information from a few
different time periods so that you can show that improvements are
actually a result of the new HR Software and not just recurrent.

Calculate all HRIS Costs
In order to show that HR Software was a good investment, it is important
to know how much that investment actually was. Add up all funds put
towards software, paid for support, and put towards maintaining the
solution. Add actual cost spent on implementation or wasted because of
downtime and add this number to the HR Software cost.

Sit Back and Track
Most HR Software System make it easy to track and report things like
time spent on specific tasks, so after the features that will be tracked
have been specified, it is simply a waiting game. Let the system
continually track the activities that you expect to improve because of
the HR solution. Efficiency will generally increase as employees and
managers get used to using the new system, so it is also important to
show this progress.

Compare and Calculate Results
Compare the past reports and the new information to see if time or money
has been saved in the expected areas. Perform calculations to determine
the exact ROI to date, figuring labor cost into the equation. Don’t be
discouraged if progress is slow or if results are not immediately
visible, as an HR Software it is a long term investment that may take a
while to pay off.

Use ROI Calculations for Future Changes
An ROI calculation should be seen as a tool to track progress, rather
than as a final answer for whether or not the HRIS was a good
investment. Tracking progress is sure to reveal areas that can-and
should-be improved. When these areas are identified, the tracking
systems that are already in place can show you the impact of changes
that you make, allowing you to hone processes for ever greater
efficiency and productivity.

Monday, 18 April 2016

Over the years, the HR role within business organizations has
diversified dramatically; it has now been tied to almost all company
processes. This is especially more applicable to the smaller businesses
which usually had to do without the HR role mostly due to the high
costs. Irrespective of whether the role is held by a manager, the HR
role requires sufficient technology to make it workable. Human resource
involves tons of data and information but most small business owners
rarely see the need to use HR software into the business. Sometimes, but
rarely the disadvantages might outweigh the advantages.

Before you purchase HR software you should make an evaluation to
determine whether your business needs the software. You have to be very
brutal in your assessment. The assessment should involve all your
organizations goals in terms of the preferred administrative time spent
on various tasks, views on paperwork, record-keeping, data security, and
reports, backup of information.
Each business tends to have varied views and organizational goals, and
after the evaluation you have to ask yourself the following questions
about your business.

Do you have the physical space to securely store all your paperwork?

Can you keep track of all benefits, training, workplace accidents, and disciplinary warnings?

How often do you get HR specific employee complaints?

Do you have a problem calculating time off accruals for sick days, gratuity and vacation time?

How many hours in a month do you devote to HR work? How many do you think would be the best for the organization?

Do have an easily accessible historical database of all your former and current employees.

Is there a means of recording employees’ performance evaluations alongside the management goals?

Once you have made the assessment of all your organizational goals
and you have answered all these questions then you should have no
problem determining whether HR software will be beneficial or not.

Remember, with functional HR software you can devote more time to
achieving other organizational goals. HR involves lots of data, which a
single person might not be able to handle, especially using paperwork
alone. It can certainly turn out to be a cost cutting venture that can
improve your efficiency irrespective of your staff size. HR software solutions are easy to use, easy to learn, easy to execute, and they are a
great investment to streamline all your processes.

Friday, 18 March 2016

It is easy for anyone to be deceived into buying a software solution, purely based on looks assumptions. You may have a very good interface which looks amazing, good color combinations, properly aligned screens, but you may realize sooner than later that it lacks basic fundamental operations for an HR Solution, so whats the point when they dont meet your needs of having a fancy interface.

We discuss shortcomings before advantages. We are not sales driven, we are customer driven. At HR Chronicle, we not only ensure that all requirements are taken before hand, even before start, we make sure expectation are clearly understood, addressed, delivered. If we cant meet expectations we dont commit to the delivery, thats why we have a 100% project completion ratio for all HR Chronicle Implementations.

Monday, 29 February 2016

It is very interesting to note, organizations are adopting a whole new way of developing, managing, installing and delivering applications. Some have a completely cloud enabled approach where 100% applications are on the cloud i.e. the application itself and the database. Some have a hybrid approach and put only certain applications on the cloud, or even only the database on the cloud the front end application servers on internal infrastructure.

But there is one more strategy which is becoming common place in the way cloud applications are expected to deliver, that is what we call is a semi-cloud approach or hybrid-cloud approach, so what is exactly the semi-cloud approach or hybrid-cloud approach?

Well what happens is the front end of the application, i.e. the user interface, i.e. Website or the Desktop application is on the premises of the customer, but the database which holds the data is on the cloud services, like Azure from Microsoft, AWS from Amazon and the likes, so why people go with this approach ?

This is because there is no need for a dedicated frontend server, the client can utilize an existing front end infrastructure already available, but is able to add mission critical features of mirroring, automated data backup, hot online spare of database, which can be bought from providers of services like Azure, AWS.

HR Chronicle is the hr and payroll solution, which works in a hybrid environment, i.e. you can have the front end sitting on a client machine and the database on the cloud or even vice versa, its so flexible when it comes to deployment the only limitation you would have is the user of resources which is enforced by the cloud service provider you select, which means, the disk space, number of users, data bandwidth, etc.

About Me

HR Chronicle is a Powerful HR and Payroll Management Solution. It can run on the cloud at our data centers or on your premises. It is Secure, Reliable, Trust worthy and supported by a strong talented team of professionals who are responsible for successful implementation, training and after sales service and support. It is sure to exceed your expectations in all aspects of managing payroll in your business. HR Chronicle frees up your valuable time so that you can work on your organizations strategies to help your company grow leaps & bounds. It significantly reduces time delays of manual data processing and saves paper by eliminating the need for printed documents. Also the ability to import bulk data from user friendly excel sheets makes it faster to build masters and process transactions.
With a powerful Report Designer at your disposal, you can be assured all your adhoc management reports need not be programmed each time you need some data in a different way. You can simply choose colors, formatting, data presentation style and build those reports straight away without the need to change HR Chronicle.